This validation study examines whether psychometric assessments can predict performance among senior leaders at a global technology group. Testing four key leadership capabilities against real performance outcomes from an internal 9-box framework, it goes beyond confirming that the tools work to identify which capabilities truly differentiate high performers at the top, and where assessment models can be refined for high-stakes decisions like hiring, succession, and development.

Main findings:

• Execution was the strongest predictor of senior leadership performance.
• Learning Agility only predicted performance once the model was refined.
• Higher Emotional Intelligence scores linked to lower performance ratings.
• Fluid Intelligence acts as a threshold capability at senior levels, differentiating entry into leadership rather than distinguishing high performers once already there.